EditorUnion members critical of racism within the union movement may fear retaliation for speaking out at the AFL-CIO’s Labor Commission on Racial and Economic Justice, says union member Cathy Jones.
Racism in unions goes back a long way.
Last year, the AFL-CIO began its commission, acknowledging “we also have an ugly history of racism in our own movement.”
Indeed, racism does have a long and storied history within the American labor movement—even as it applied to union-centric prevailing wage laws.
For many years, people of color were faced rampant discrimination or outright bans within many of the unions.
Although the “without discrimination” is often interpreted today to mean regardless of union membership, it was originally intended to end racial discrimination in unions.
However, racism survived in unions….and still exists today.
In fact, in the decade between 2000 to 2010, there were over 4,000 charges of racial discrimination filed with the EEOC against unions.
Union leaders still male, pale and stale
Despite some unions’ attempts to diversify their leadership ranks, most unions are still headed by older white men.
“We, as union members, have had enough of being locked out of positions of leadership,” says union member Cathy Jones states. “There are some of us who feel that union leaders and unions are intentionally keeping union members of color out.”
Jones said that the national AFL-CIO conducted two studies (1995 and 2005) and both recommended the local affiliates improve their diversity efforts. “The [national] AFL-CIO does not control their affiliates. They can’t mandate them to do anything,” she notes. “Still not much has changed in 2016.
“It’s important for us as union members of color to let our predominately White leaders know enough is enough,” says Jones, who wants White union leaders to “acknowledge” union members of color “and to find persons of color who are qualified” for leadership roles. They need to “stop making excuses why they are not involved. I’m proud that I will be one of five people who will give lengthy testimony (on February 12).”
Too much nepotism and other unfair advantages are often in play in many unions, notes Jones. “I work in a predominately White male industry, and it’s a continual good-old-boy system. They don’t value the differences in our union and [need to] be more thoughtful when it comes to people of color. This is a group that is not interested in reaching out and does not want to give up power. They want to keep it small and keep the power to themselves.
“These are the challenges we are facing and the barriers we are trying to break down,” says Jones.
Fear of retaliation may hinder members from speaking out
As many union union members who are minorities have to deal with other, non-minority members (and union leaders) on a daily basis, Jones says there may be reluctance about speaking openly at the AFL-CIO’s Commission meetings.
Even though there are two opportunities for union members of color to testify to Commission members, “I’m also concerned about the actual people who will show up because of the retaliation piece,” says Jones. “A lot of us have real good, middle-class jobs, and a lot of people don’t want to risk that. They are afraid to speak out. I don’t blame them.
“I love my job,” says Jones, who adds that there could be some retaliation against her as a result of her outspokenness.
Unfortunately, even after all these years, discrimination within unions still exists and, if members are unwilling to speak about it, it will persist.
Related: Unions & Racism: An Age-Old, Institutional Problem Continues Unabated
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